According to SHRM research, it can cost $4,700 to hire a new employee. With the training requirements for hiring a new cleaning technician, the costs can actually be far higher.
Are you looking for the ideal way to hire new employees for your residential cleaning business – while also saving money? New laws regarding job hiring are pushing companies to change the way they approach employment.
Continue reading to learn everything you need to know about how to hire employees for your cleaning business.
Write a Good Job Description
One of the best ways to reach active job seekers is by writing a good job description. A good job description will describe what your company culture is like to attract the right people.
You’ll also want to make a list of the responsibilities that the new person will be responsible for when they work at that company. The day-to-day work for that role should be listed, but also the overall responsibilities.
You should put in how you will track the success of this role, with KPIs or expectations. You can then list all of your requirements for that role. For example, how many years of experience does your ideal candidate have?
The hardest part of writing the job description is conveying all of this information in a way that’s easy for the candidate to scan and read.
You also need to make sure that you screen your job description to ensure that you don’t have biased language. You can’t use certain language or legally discriminate against different groups due to Equal Employment Opportunity (EEO) laws.
Create a Candidate Persona
You’ll also need to create a candidate persona to help you craft the job description and also narrow down what candidates you’re looking for when you start screening resumes.
A candidate persona will act as a guiding post for what types of candidates you should be searching for. When you know what your ideal candidate looks like, it’ll be easier to narrow down the list to who you will actually interview.
Use Social Recruiting
When staffing your business, use tools like social recruiting to help you find ideal candidates. This is a great way to do proactive recruiting, but it also makes it easy to find candidates who fit your qualifications.
Recruiters can use social media avenues like Facebook, Instagram, TikTok, or LinkedIn to share job openings and network with job applicants.
They can also share videos or photos of employees at the company to promote the employer brand. By talking about the company, recruiters promote the employer brand but also highlight the company culture.
When candidates see these types of posts often, they’ll be more likely to look for openings at your company when they’re actually searching for a job.
Recruiters can also engage with audiences as well. They can ask questions and respond to comments. This is a great way to build relationships, which can ultimately build your talent pipeline as well.
Interview and Screen Candidates
Once you’ve found a few qualified candidates, whether it was from social recruiting or posting job openings, then you’ll want to screen candidates. A recruiter will normally handle this and select a handful of employees who would be top candidates to move forward.
You should consider having a screening call, skills test, personality tests, and then interviews with their potential future coworkers. However, make sure that you have a real purpose for each stage of the interview.
It can take about 23 days for an average interview process. If you have a longer interview process than that, you could be losing out on great candidates.
When you’re screening candidates, you can shorten your interview process by asking the right questions. For example, think about asking these questions:
- What would you say your strengths and weaknesses are?
- What are your career goals?
- What made you interested in this position?
- What scares you most about this job?
- Why were you interested in this position and/or company?
- What experience do you have that would be directly relevant to this position?
There are also many interview questions you can ask based on the different roles and industry as well.
Keep in mind that in the interview, you can’t ask the candidate about their gender, sexual orientation, parenthood, race, skin color, or religion. You should also avoid asking any questions that would cause the candidate to have to reveal this information.
Use Recruiting Automation
Recruiting automation can also make your job much easier, especially if you are going to be hiring a lot of candidates.
For example, you can advertise your job openings. You can pay for advertisements to target candidates who fit your ideal persona.
There is also AI recruiting software that can help you source candidates. When you have a list of candidates who would be qualified, you can then send automated emails directly to their inboxes to see if they’re interested in your job opening.
You can also use an applicant tracking system (ATS). An ATS can keep track of all of your candidates and even help you organize and sort them into different folders. This will help you keep track of where candidates are in the interview process.
Learn More About How to Hire Employees
These are only a few things to know about how to hire employees in 2023, but there are many other strategies to try.
If you’re a cleaning business that is hiring employees for your business, we’re here to help advise you.
Check out our website to find out how we can help you find weaknesses in your business to improve your future strategies.
